The confidence gap theory suggests that women, due to lower self-confidence compared to men, may not pursue certain opportunities as aggressively, potentially impacting career advancement. However, this theory oversimplifies and even misrepresents the complex interplay of competence, societal expectations, and confidence.
Research indicates that competence and confidence are often perceived differently based on gender, leading to erroneous interpretations of women’s abilities. Women may internalize high standards and meticulousness as doubt, whereas similar behaviors in men are seen as thorough and detail-oriented. The societal tendency to emphasize confidence over competence contributes to gender biases that undermine women’s professional experiences.
Moreover, focus on supposed confidence deficiencies shifts attention away from structural and institutional barriers. Discrimination and inequality in opportunities, mentorship, and sponsorship also play significant roles in career progression. Without acknowledging these systemic issues, the conversation around the confidence gap lacks depth.
In work settings, valuing competence and creating environments where all voices are heard can mitigate biases. Implementing policies that promote equality and diversity offers a more effective approach to supporting women's professional growth than attributing advancement challenges to a confidence gap alone.